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The Association of Corporate Counsel (ACC) is the world's largest organization serving the professional and business interests of attorneys who practice in the legal departments of corporations, associations, nonprofits and other private-sector organizations around the globe.

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October 2, 2019 | 8:00 AM - 10:00 AM EDT

Offices of Littler Mendelson P.C.
Three Parkway
1601 Cherry St., Ste. 1400
Philadelphia, PA  19102-1321

Pricing
Members: Free

Overview (Program Summary)

A program hosted by:

ACC Greater Philadelphia

All chapter members are invited to come and discuss the latest wage and hour developments on the federal, state and local level over breakfast with Littler attorneys and your ACC peers.  Topics will include New Jersey's Wage Theft Law which has has transformed the state's wage and hour laws into some of the most robust in the country.  With most components taking immediate effect, employers with operations in New Jersey should be mindful of potential civil and criminal actions stemming from non-compliance.  We will discuss steps employers can take in light of these sweeping amendments to the state's wage and hour laws such as:

  • Employer notice requirement
  • Statute of limitations and liquidated damages
  • Consequences for failure to maintain proper records
  • Anti-retaliation provisions
  • Enhanced criminal penalties and individual liability
  • "Pattern of wage nonpayment"
  • Expanded joint and successor liabilities
  • Increased authority of the Commissioner in wage collection actions.

We will also touch on:

  • Tip Credit and Service Charges, 80/20 Rule and Philadelphia's Fair Workweek Ordinance

    Get the latest on how the 80/20 rule covering duties of employees subject to a tip credit is developing after last year’s employer-friendly DOL opinion letter, tip ownership and pooling, and Philadelphia's Fair Workweek Ordinance.
  • DOL Proposed Rule re OT

    On March 7, 2019 the Department of Labor announced a proposed rule that would make more than a million more American workers eligible for overtime. The proposal increases the minimum salary required for an employee to qualify for exemption from the currently-enforced level of $455 to $679 per week (equivalent to $35,308 per year). The proposal increases the total annual compensation requirement for “highly compensated employees” (HCE) from the currently-enforced level of $100,000 to $147,414 per year. A commitment to periodic review to update the salary threshold and allowing employers to use nondiscretionary bonuses and incentive payments (including commissions) that are paid annually or more frequently to satisfy up to 10 percent of the standard salary level were also announced as changes.  As we await the release of the final rules with an expected implementation date potentially as early as January 1, 2020 we will discuss what actions employers should be taking now to review existing practices and make any necessary changes for compliance.
  • Contingent Worker Pitfalls and Independent Contractor Misclassification

    Employee status triggers employer obligations under various federal and state laws; obligations that do not apply to independent contractors. We will discuss the relationships between companies and independent contractors, as well as the various tests applicable to determining whether an employment relationship exists and the repercussions of making the wrong classification decision.
  • Audits

    As the number and complexity of federal and state employment laws continue to increase, employers are under more scrutiny than ever before. Even minor  missteps such as missing information on an employee’s pay stub, a misclassified supervisor or failure to comply with the various wage equity requirements have the potential to impact thousands of individuals and give rise to cost-prohibitive class action litigation. Corporate compliance, or rather corporate noncompliance, is front-page news. As a result, employment law compliance must be a critical component of every organization’s overall corporate compliance program    We will talk about what wage and hour compliance issues employers should be reviewing to prevent potential problems.

There will be 1 CLE credit offered at this informal discussion which is open to members only.  There is no cost to attend, but pre-registration is required.  Breakfast will be provided.

CANCELLATION POLICY: 48-hours’ notice REQUIRED to chrisstewart@acccglobal.com.

Space is limited, so register early below.

Speakers

DISCUSSION LEADERS:

  • Nina K. Markey, Shareholder| Co-Chair, Staffing, Independent Contractors and Contingent Workers Practice Group
  • Barbara Rittinger Rigo, Shareholder, Littler Mendelson P.C.

CLE

Credits: 1.0 hours
State: PA, NJ & DE
Category: Substantive

Contact (RSVP)

Chris Stewart, Chapter Administrator

Sponsored By

ACC

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